Equal Employmentopportunity (Eeo) Activity Report

EQUAL EMPLOYMENTOPPORTUNITY (EEO) ACTIVITY REPORT

FY2012, 3rdQuarter

MARCH01, 2012–MAY 31, 2012

Compiled by the Texas Department of Transportation

Joe V. Sosa,

Office of Civil Rights

Updated June 2012

table of contents

I.EQUAL EMPLOYMENT OPPORTUNITY (EEO) POLICY...... 3

II.introduction......

III.QUARTERLY EEO REPORT......

IV.statewide civilian labor force......

V.workforce compilation quarterly & Fiscal year comparison

VI.GOALS & objectives (Table on Page 12)......

VII.FY12 AAP Recruitment & Hiring Programs (3rd Qtr)......

VIII.fy12 statistical Analysis & Goals By Eeo Job

groups ...... 18

Officials/Administrators...... 18

Professionals...... 19

Technicians...... 20

Protective Service...... 21

Administrative Support...... 22

Skilled Craft ...... 23

Service/Maintenance...... 24

3rd Quarter ApplicantFlow...... 25

3rd Quarter New Hire...... 26

3rd Quarter Separation...... 27

IX.EEO Workforce Progression Summary...... 28

APPENDIX...... 29

I.Equal Employment Opportunity Policy Statement

The mission of the department is to work with others to provide safe and reliable transportation solutions for Texas. Employees play an essential role in meeting the department’s mission. The department’s public duties require integrity, competence, and the hard work of many employees with diverse skills and knowledge. The department cannot perform its mission well unless its employees perform their duties well.

The core qualities inherent in the department’s philosophy are public accountability, open government, high ethical standards, and respect for persons doing business with the department and its employment practices. The commissioners, executive administration, directors, managers, supervisors, and employees all govern their conduct by these qualities in carrying out department business and in dealing with members of the public and each other.

The department stands as an equal employment opportunity employer and is committed to providing fair and equal treatment of all employees without regard to age, color, disability, national origin, race, religion, or sex. Applicants for employment, vendors, contractors and their employees, customers, and the general public also are recipients of this same commitment.

The department strives to ensure full compliance with all equal employment opportunity (EEO) requirements, laws, and regulations. The department seeks to attract and hire qualified individuals who are part of the available workforce and who mirror the state’s unique diversity.

Through its employment practices, the department fosters and promotes successive employee career growth in a workplace environment free of intimidation, discrimination and harassment.

The department considers any employee degradation or abusive conduct towards individuals external to the organization a serious violation of its EEO policy. Corrective action willbetaken, as appropriate, for each behavior or event occurrence.

The department communicates its EEO commitment to the public and employees by way of policy manuals, employee orientation and supplemental training, affirmative action statements on job applications, outreach efforts, and recruitment literature, advertising, and other media.

Sexual Harassment Policy

The department does not allow, condone or tolerate sexual harassment by anyone in the workplace.

Sexual harassment - Unwelcome sexual or gender-based conduct that has the purpose or effect of creating an intimidating, hostile or offensive work environment; unreasonably interferes with work performance; or is made a term or condition of employment; or used as the basis for an employment decision.
Unwelcome conduct - Conduct that an employee does not solicit or initiate and that the employee regards as undesirable and offensive.

Reporting Sexual Harassment

Employees who witness any incident that appears to be a violation of the department policy on sexual harassment will report the incident to their immediate supervisor, manager, Human Resources Officer (HRO), DE/DD/OD/RD, Human Resources Division (HRD) or OCR.

Employees who feel they are being subjected to sexual harassment by their peers or co-workers must report the incident to their immediate supervisor, manager, HRO, DE/DD/OD/RD, HRD or OCR.

Employees who feel they are being subjected to sexual harassment by their immediate supervisor or any other supervisor or manager must report such concerns directly to a higher level of management, as appropriate, HRD or directly submit a sexual harassment grievance to OCR.

Supervisors or HROs will report all behavior or allegations that may be regarded as sexual harassment to their DE/DD/OD/RD.

DE/DD/OD/RDs or designees will ensure all concerns of sexual harassment are promptly reported to OCR prior to any informal inquiry or formal investigation.

NOTE:Employees who report sexual harassment are protected against retaliation by state and federal laws.

Reporting Discrimination

The department seeks to resolve differences among individuals internally and utilizes informal conflict resolution processes such as facilitated discussion and mediation to address concerns and issues. These processes are designed to provideaffected partieswith problem-solving enhanced environments that allow for open communication and resolution of differences. When informal processes do not render mutual agreements, employees may elect to engage in a formal grievanceprocess.

Employees are encouraged to visit the department’s internal web-site, “Crossroads” to become familiar with their rights and the process for reporting discrimination, conflict resolution, filing grievances and appeals.

Employees can find complete information for reporting any concerns by consulting the Human Resources Manual, Chapter 9; Problem Resolution,

Section 1: Conflict Resolution, and

Section 3: Grievances.

These sections contain information about facilitated discussion, mediation, grievances and appeals. Other topics like interviewing and hiring concerns, sexual harassment, retaliation, and whistle-blowing are detailed as well.

Employees may not retaliate against or harass another employee who requests a facilitated discussion or mediation, or participates in the conflict resolution process. Employees who feel that they have been subjected to such treatment must report such incidents to their supervisor, manager, a higher level of management as appropriate, or directly submit a grievance to the Office of Civil Rights.

External applicants wanting to file a complaint may contact the Texas Workforce Commission, Civil Rights Division, the U.S. Equal Employment Opportunity Commission, or the TxDOT Office of Civil Rights. Those agencies should be contacted to obtain information about the required periods for filing a complaint and the applicable process.

II.introduction

Affirmative Action Plan (AAP) is defined as “A management plan that assesses the representation of minorities and women in the workforce, analyzes problem areas where full utilization of minorities and women are not being met and provides a plan of action to reach specific goals set to eliminate such underutilization”.

The department’s goal is to reflect the diversity of the state’s available workforce. The department’s AAP establishes specific goals and timetables by comparing the proportional representation of different demographic groups in the state’s available workforce. It also establishes methods and activities designed to achieve those specific goals and timetables.

TxDOT’s AAP is implemented and monitored on a fiscal-year basis (September 1 to August 31) with three main objectives:

Ensure that TxDOT has an aggressive Affirmative Action (AA) program which incorporates the most advanced concepts and monitoring methodologies available;
Ensure that the AA program complies fully with all applicable federal/state statutes and judicial decisions; and
Ensure that the AA program actively involves each district, division and office in objectives, guidelines and other applicable procedures.

Monitoring includes:

Tracking and analyzing department quarterly reports;
Developing action plans to correct deficiencies;
Monitoring procedures that objectively evaluate all equal employment opportunity programs and policies that affect employees; and
Assessing quarterly affirmative action programs and submitting reports to administration, district engineers and directors.

III.QUARTERLY EEO REPORT

The Quarterly EEO Report provides an analysis of the department’s AAP, workforce activities and personnel transactions for a specific period. These quarterly reportsare placed on the department websites and disseminated to the following:

Administration;
Districts/Divisions/Offices/Regions;
The Texas Transportation Commission;
The Federal Highway Administration (FHWA); and
The Texas Workforce Commission (TWC) Civil Rights Division.

The Goals and Objectives section identifies specific projects, plans, programs, etc., with target dates, responsible parties and status information about each effort. It provides a comprehensive format by which to track several department units’ affirmative action goals to ensure EEO compliance. The report includes:

Fiscal year goals and objectives identified in the AAP;
Recruitment results;
Workforce levels by EEO Job Group; and
Hiring, separation and application movement.

IV.statewide civilian labor force

The 2000 Census Texas Civilian Labor Force (CLF) includes all professions and occupations. TxDOT’s availability analysis does not encompass all state CLF professionals and occupations within its workforce, but compares its workforce to similar occupations of the state’s CLF:

Officials/Administrators;
Professional;
Technicians;
Protective Service (non-sworn);
Administrative Support;
Skilled Craft; and
Service Maintenance.

This analysis compares TxDOT’s workforce of professions and occupations to the Texas CLF within a reasonable recruiting area. The comparison is used to establish an annual benchmark at the beginning of each fiscal year.

FY12Workforce Analysis

The benchmark for the total number of regular, full-time department employees
was 11,719. The beginning of the fiscal year benchmark was taken on
September 12, 2011.

TxDOT Beginning FY12 Workforce Comparison:

Minorities totaled 34.20% of the workforce or 4,008 employees;
Females totaled 23.95% of the workforce or 2,501 employees;
Hispanics totaled 23.76% or 2,785 employees;
Blacks totaled 7.69% or 901 employees;
Asian Americans/Pacific Islanders totaled 2.30% or 270 employees; and
American Indians/Alaskan Natives totaled 0.44% or 52 employees.

The Workforce Compilation table on Page 9 represents the overall secondquarter performance summary of all EEO Jobs. Each job group performance of thesecond quarter is listed in the tables on Pages 18-24.

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V.workforce compilationQuarterly Fiscal year Comparsion

All EEO Job Groups - Fiscal Year 2012–Quarterly Comparison
All EEO Job Groups / MIN / FEM / WHITE / BLACK / HISPANIC / ASIAN/PACIFIC ISLANDER / AMERICAN INDIAN/ALASKAN
Ethnicity/Gender (E/G) / WF / WM / BF / BM / HF / HM / AA/PI F / AA/PI
M / AI/AN
F / AI/AN
M
FY12 Beg Workforce / 11,719 / 4,008 / 2,501 / 1,635 / 6,076 / 236 / 665 / 537 / 2,248 / 75 / 195 / 18 / 34
Beg. % / 34.20 / 21.34 / 13.95 / 51.85 / 2.01 / 5.68 / 4.58 / 19.18 / 0.64 / 1.66 / 0.15 / 0.29
3rd Quarter Stats / 11,786 / 4,074 / 2,459 / 1,594 / 6,118 / 227 / 657 / 547 / 2,318 / 76 / 197 / 15 / 37
% / 34.57 / 20.86 / 13.53 / 51.91 / 1.93 / 5.57 / 4.64 / 19.67 / 0.65 / 1.67 / 0.13 / 0.31
2nd Quarter Stats / 11,468 / 3,948 / 2,378 / 1,553 / 5,967 / 219 / 642 / 518 / 2,249 / 72 / 194 / 16 / 38
1st Quarter Stats / 11,544 / 3,951 / 2,465 / 1,605 / 5,988 / 236 / 648 / 532 / 2,212 / 74 / 196 / 18 / 35

Comments

1.This table is a combined statistical summary of TxDOT’s workforce for the third quarter. It is also a comparison of thefirst & secondquarters and the beginning of the fiscal year or benchmark.

2.The actual Parity and Utilization Totals are located in each EEO Job Group table on pages 18-24.

3.MIN = Minorities; FEM = Female.

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VI.GOALS &objectives (Table on Page 12)

A.FY12 Goals & Initiatives

Using the 2000 Civilian Labor Workforce census data and comparing it to the TxDOT Workforce Analysis in Appendix A, the department will focus on theProfessional and Technician categories in FY12. There is an underutilization disparity in both females and minorities in these categories. TxDOT recruitment efforts will focus on increasing the workforce new-hire by 2% in both the female and minority groups. Efforts will be focused on the Professional and Technician categories to try to narrow this disparity.

The department will also focus on the following:

Officials/Administrators

White females;
Black females and males;
Hispanic females;
Asian American/Pacific Islander females and males; and
American Indian/Alaskan Nativemales.

Professional

White females;
Black females;
Hispanic females;
Asian American/Pacific Islander females; and
American Indian/Alaskan Native females and males.

Technicians

White females;
Black females;
Hispanic females;
Asian American/Pacific Islander females and males; and
American Indian/Alaskan Nativefemales.

Administrative Support

Black males;
Hispanic males;
Asian American/Pacific Islander females and males; and
American Indian/Alaskan Native females and males.

GOALS & OBJECTIVES (Cont’d)

Skilled Craft

White females;
Black females;
Hispanic females and males;
Asian American/Pacific Islander females and males; and
American Indian/Alaskan Native males.

Service Maintenance

White females;
Black females and males;
Hispanic females;
Asian American/Pacific Islander females and males; and
American Indian/Alaskan Native males.

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B.FY12 GOALS & OBJECTIVES / RESPONSIBLE
OFFICIAL(S) / TARGET
DATE / FINAL STATUS
Distribute discrimination and harassment policies to DEs/DDs/ODs/RDs for dissemination to all employees; place on intranet. / OCR / Aug/12 / June/2012, distributed.
Monitor, evaluate and report department AAP results. / OCR / Quarterly / See Page 13-17, Section VI, Items 1-2 & 4-8.
Monitor and report department NEO presentations. / OCR / Quarterly / Three NEO classes; 286 particiapates.
Conduct training on department EEO and AAP requirements to two districts. / OCR/Regions / Mar/12 / CRP/PHR districts
Update district/region availability analyses to identify underutilized minority and women groups. / OCR / Dec/11 / Completed and email to Districts.
Assist EEO/HR’s with outreach and recruitment to achieve an overall 2% increase in female and minority groups with focus on Prof/Tech job categories / OCR/District/Region HROs & EEO Coordinators / Aug/11 / Working
Select two districts/regions with underutilization to increase outreach and recruitment efforts. / OCR/District/Region HROs & EEO Coordinators / Quarterly / PAR, scheduled
& PHR, completed
Conduct up to four district/regional visits to review and discuss underutilization and AAP goals. / OCR/DEs/RDs/HROs & EEO Coordinators / Aug/12 / Districts visited; CRP, ELP, PHR, by 3rd quarter.
Monitor the distribution of job postings to area female and minority organizations for a more diverse applicant pool. / OCR/DEs/RDs/HROs & EEO Coordinators / Quarterly / See Page 13-16, Section VI, Items 3
Monitor underutilization, outreach and recruitment efforts, and job postings of FY11 district visit. / OCR & LRD & CRP District / Aug/12 / Working
Monitor and report progress on minority and female hiring and promotions to achieve a 2% increase / OCR/District/Region HROs & EEO Coordinators / Annual / Working
Monitor and report all EEO activities to OCR. / District/Region HROs & EEO Coordinators / Quarterly / DE/RD Reported in 3rdQtrly report
Monitor and report mandatory state supplemental EEO/Sexual Harassment Training; DEV205, EEO Supplemental Training. / HROs/EEO Coordrs & Hiring Supervisors / Quarterly / 702 participants completed DEV205

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VII.FY12AAP Recruitment & Hiring Programs (3rdQuarter)

The Career Opportunities Section (COS) expanded recruitment to colleges, universities and other state organizations that have high Black and other minority-focused enrollment.

1.College Cooperative Education Program - Planned and progressive learning process for students that integrate academic studies with supervised work experience.

No participates for the 3rd quarter.

2.Conditional Grant Program - Provides educational and financial opportunities to students for hard-to-fill positions; provides higher education and potential recruitment opportunities for qualified candidates into the department’s workforce.

Total of 22 participants: 12 Hispanic males; 1 Hispanic female;

2 White males; 1 White female; 2 Asian American/Pacific Islander females; 1 Black male; 2 Black females; 1 American Indian male; (86% minority; 27% female; 73% male)

Undergraduate Majors: Civil Engineering – 20 participants (92%); Computer Information – 1 participants (4%); Computer Science 1 (4%)

3.District Outreach - Community outreach to institutions and organizations that encourage minority and women applicants (includes meetings, presentations and vacancy notices).

Abilene District - Borden County Star News; Lamesa Press; Big Spring Herald; Snyder Daily News.Filled 14positions, 5in minority/femalecategories.
Amarillo District - Filled 16 positions, 1in minority/female categories.
Austin District -Filled 20 positions, 5 were minorities/females.
Beaumont District - Lamar University; TX Rehabilitation Commission, and Business Women Association.Filled 6positions, 2in minority/female categories
Brownwood District -Angelo State University; Tarleton State University; Texas State Technical College Filled 7 positions, 4in minority/femalecategories.
Bryan District -Bryan/College Station Chamber of Commerce; Brazos Valley Business & Professional Women; Girls Club of Brazos County; Brazos Valley Community Action Agency; Carnegie Center of Brazos Valley; Salvation Army; Lincoln Recreation Center; Brazos Valley Council of Government; Twin City Mission; Knights of Columbus; Brazos County NAACP; Bryan Library; Goodwill Industries Stores; College Station Library; ACAP (military website); KBTX-TV Job Website; Texas AM UniversityEx Student Association; Texas Work Force Commission. Filled 14 positions,5in minority/female categories.
Childress District–Filled 26 positions 5in minority/femalecategories.
Corpus Christi District - Summer Program Recruitment at: Carroll High School; Miller HS; Moody HS; King HS; Alice Texas HS; Coastal Bend College; George West HS; Pettus HS; Three Rivers HS; Mathis HS; Orange Grove HS; Karnes City HS; Falls City HS; Kingsville and Rockport High Schools. Filled 9 positions, 6 in minority/female categories. Summer Hire filled 8 positions, 6 in minority/female categories.
Dallas District - Richland Chamber of Commerce; Career Days at Lincoln, Samuels, and Skyline High schools and Southern A&M; Southern Methodist University Career Fair; TX A&M (Commerce, Kingsville); TX Tech University; UT Arlington; TxPrep and E.J. Conrad Programs. Filled 6 positions, 1 were minorities/females.
Ft Worth District - DeVry Education America; Ft Worth Hispanic Chamber of Commerce; Goodwill; Ft Worth ISD; Minority Opportunity News; NAACP; National Association of Women in Construction (NAWIC); Tarleton State University; Tarrant County College; TX A&M Career Placement; TX Christian University Career Placement; UT Arlington; Women's Center of Tarrant County.Filled 22 positions,7in minority/female categories.
El Paso District -Career Day at Canutillo Elementary; and Elfida Chavez Elementary: Career Day at Macias Elementary; Career Day at Bill Childress Elementary; Career Day at Desertwind School; Career Day at Canutillo High School; Student Interviews for the Technology Honor Program at Americas High School; Sul Ross University; UT El Paso; El Paso Community College; International Business College; TX Tech University; TX A & M University; Western Technical College; El Paso Tech Center; Vocational Office of Education; U.S. Army Career & Alumni Program (ACAP); Motivation Education & Training, Inc.; NAACP; Political Association of Spanish Speaking Organizations’ Greater El Paso Chamber of Commerce; LDS Employment Resource Services; Dept of Veteran Affairs; TX Commission For TIGUA Indian Affairs; Career Day at Garcia Elementary. Filled 2 positions, 1 in minority/female categories
Laredo District - Laredo Housing Authority; City of Del Rio Streets; Webb County Appraisal District; Eagle Pass Middle Rio Grande Development Council Work Force Solutions; AT&T (Laredo); Eagle Pass Middle Rio Grande Develop Texas Dept. of Public Safety,Del Rio Communications Office; Big Brothers Big Sisters of South Texas (Laredo); Webb County Sheriff Department. Filled 16 positions, 0 were minorities/females.
Lubbock District - American GI Forum; Hispanic News (West Texas); Hispanic Women’s Network; Lubbock Chamber of Commerce; Lubbock Community Services for the Deaf;Lubbock Housing Authority; Lubbock ISD College & Career Night; LULAC Council (#281, #262, #4522); NAACP Interest on Lawyers; SouthWest Digest; Texas Rehabilitation Commission; Wayland Baptist; TX Tech University Minority Engineering. Filled 12 positions, 8 were minorities/females.
Lufkin District- Filled 7 positions, 1 was minority/female.
Houston District - Porter High School Career Fair/Remington College Job Fair.
Paris District -Viola Chapter #98; NAACP; Goodwill Industries; Les Belles Parisian Club; Greenville Church; Bonham Church; Clarksville Newspaper; Cooper Newspaper; Commerce Newspaper; Greenville Newspaper; Paris Newspaper; Sherman Newspaper; Sulphur Springs newspapers; Monster.com; TX Workforce Commission. Filled 6 positions, 2 in minority/female categories.
Pharr District-Oratory Academy of St. Phillip. Filled 13 positions, 13 in minority/female categories.
Odessa District- Filled 6 positions, 4in minority/female categories.
Tyler District - Goodwill Industries Opportunities in Tyler (OIT); ITT Technical Institute; Jacksonville College; NAACP; People Attempting to Help (PATH); Prairie View A&M University; TX DARS; TX ISD; TX State Technical College; TX Veterans Commission (Van Zandt County); Tyler Junior College; UT Tyler. Filled 4 positions, nonein minority/female categories
San Antonio District -Pearsall Newspaper; UTSan Antonio CE Design Presentation; Texas A&M (Kingsville);Linton Elementary Career Day;Engineering Sport Tournaments-Advancement of Regional Scholarships (E-STARS); Lackland Elementary School Career Day; Booker T. Washington Elementary School Career Day. Filled 41 positions, 19 were minorities/females.
San Angelo - Ballinger High School Career Fair; Big Lake Chamber of Commerce; Christian Men's Job Corps; Concho Valley Family Shelter; Howard College Job Fair; Labor Ready; LULAC Council #637; Menard Chamber of Commerce; NAACP; San Angelo Chamber of Commerce; Southwest TX Junior College; TX Dept of Assistive & Rehabilitative Services (DARS); TX State Technical College; TX Veteran's Commission. Filled 16 positions, 5 were minorities/females.
Waco District - Cen-Tex Hispanic Chamber of Commerce; McLennan County Restitution Center; Temple Community College; New Mt Zion Baptist Church; TX DARS; LULAC of Waco; NAACP of McLennan County, University of Mary Hardin-Baylor.Filled 11 positions, 3wereminority/female.

4.College Internship Program - Provides students job experience by working in a TxDOT professional environment.